The study included responses from 1,500 employees from Australia,
China, Germany, India, Mexico and the United States. It showed
that employees who feel included are more likely to go above and
beyond the call of duty, suggest new product ideas, innovate new
ways of getting work done and be supportive of one another --
something researchers call “team citizenship.”

In all six countries studied, the more included that employees
felt, the more innovative they reported being in their jobs. Here
are some of the findings:

In Australia, Germany and the United States, employees'
perceptions of inclusion accounted for 19 percent to 22 percent
of the self-reported innovation and 29 percent to 41 percent of
the team citizenship.

In India, employees' perceptions of inclusion accounted for 62
percent of the self-reported innovation and 43 percent of the
team citizenship behavior.

In Mexico and China (just Shanghai was included), the link
between inclusion and innovation was the strongest. Chinese and
Mexican employees’ perceptions of inclusion accounted for 78
percent and 51 percent, respectively, of the self-reported
innovation and 71 percent and 60 percent of the team
citizenship.

What can leaders do to increase inclusion in their teams?
Catalyst's research found that belongingness and uniqueness are
essential elements of inclusion -- meaning that both women and
men felt included when they sensed that they belonged yet still
felt unique. Employees want to stand out from the crowd and be
recognized for what’s special about them but don’t want to stand
out so much that they feel alienated. The trick is for managers
to cultivate both belongingness and uniqueness simultaneously by
focusing on individuals’ diverse talents and experiences without
stereotyping them or making them reluctant to share ideas that
set them apart.

For example, say a manager is working with a web designer from
India. When she’s in town, the manager arranges a team meeting,
and in an effort to make her feel welcome, orders her a special
boxed lunch with chicken curry, instead of the pizza procured for
the rest of the team. Though the gesture is well intentioned, it
can make the web designer feel singled out. Instead of feeling
part of the group, she feels like an outsider. This can lead to
her being reluctant to share ideas. That can lead to groupthink.
And groupthink thwarts innovation.

Small moments can have a big impact on innovation, performance
and productivity, and leaders must be mindful about what makes
employees feel included -- and excluded. Inclusive leaders can
create innovative, dynamic workplaces where employees feel
connected to and supportive of one another.

1. Inclusive leaders empower others. They
encourage their team and help them to excel.These bosses
communicate effectively and avoid disparaging comments.

2. They create accountability. They believe in
their team members and hold them responsible for the performance
they can control.

3. Inclusive bosses are courageous. They aren’t
afraid to stand up for their team members and uphold their
principles -- even if it means taking a personal risk.

4. These leaders are humble. They know when
they’ve made a mistake and freely admit to it. They are open to
other points of view, as they know that diverse perspectives lead
to better work.

This kind of leading can be scary and feel risky, but it’s
worthwhile. And it can deliver a hefty payoff in organizational
performance. Small moments can have a big impact, and leaders
must be mindful of what makes employees feel included or
excluded.

Not only did we find that these leadership behaviors were
effective in several different countries, but the formula for
inclusion is the same for both men and women. Leaders need not
worry about adopting a new style for women, people of color or
their staff in other countries. Empower the team to excel, create
accountability standards, stand up for beliefs and be open to the
idea that leaders make mistakes too; the rest will follow.

Want to know how inclusive a leader you are? Take the
Catalyst quiz to find out!